Five dimensions of organizational citizenship behavior: Comparing antecedents and levels of engagement in China and the US

Abstract In this research on the one hand we analyzed the relationship that exists in terms of motivational persistence and the Big Five dimensions and, on the other hand, organizational citizenship behavior (OCB). The results show that the conscientiousness has been identified as being in a significant positive relationship with OCB. This result is consistent with the data provided by previous researchers. The results also indicate that three conscientiousness facets are in a positive relationship with OCB. These three conscientiousness facets are self-efficacy, cautiousness and orderliness. Agreeableness was not identified as being associated with OCB. At the level of the relationship between motivational persistence factors and OCB, we have identified a significant positive relationship with only one factor: current purpose pursuing. The OCB model has two variables that work best as predictors: high scores with regard to current purpose in terms of the pursuing-motivational persistence factor, and low scores in terms of the imagination-facet of openness to experience.

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Deskripsi Organizational Citizenship Behavior Perawat Untuk Lansia Di Wisma Harapan Asri Yayasan Mardiwijana Semarang”

PRAXIS ◽

10.24167/praxis.v3i2.3149 ◽

2021 ◽

Vol 3 (2) ◽

pp. 120

Author(s):

Yulius Susilo ◽

Rudy Elyadi

Keyword(s):

Qualitative Research ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Research Method ◽

Elderly Population ◽

The Elderly ◽

Citizenship Behavior ◽

Five Dimensions

The number of elderly population in Indonesia from year to year is increasing, so it is needed a place and assistance services for elderly citizens. Wisma Harapan Asri Semarang provides services so that the elderly residents feel comfortable and at ease. The nurses for the elderly have the role of assisting and serving elderly citizens. The performance of the nurses has an important role for the quality of the services of the elderly homestead. Improved services will be better if the nurses have the attitude and actions of the Organizational Citizenship Behavior (OCB) at work.This study aimed to determine the OCB of nurses based on five dimensions of OCB. The five dimensions of OCB according to Organ are: altruism, courtesy, conscientiousness, sportmanship, and civic virtue. Descriptive qualitative research method to describe the OCB actions of nurses. The results showed OCB of nurses in the high category. An effort to improve the performance of nurses in accordance with the five dimensions of OCB. Also efforts to improve the services of nurses to meet the needs of the elderly. This research is useful for Wisma Harapan Asri in an effort to shape the behavior of nurses to provide the best service for the elderly.

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A Survey on the Impact of Transformational Leadership on Organizational Citizenship Behavior in Public Organization in Kurdistan Province

International Letters of Social and Humanistic Sciences ◽

10.18052/www.scipress.com/ilshs.8.66 ◽

2013 ◽

Vol 8 ◽

pp. 66-76

Author(s):

Bahram Meihami ◽

Zeinab Varmaghani ◽

Hussein Meihami

Keyword(s):

Transformational Leadership ◽

Experimental Design ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Negative Impact ◽

Civic Virtue ◽

Citizenship Behavior ◽

Public Organization ◽

Five Dimensions ◽

The Impact

This study looked at the effect of transformational leadership Organizational Citizenship Behavior (OCB) of followers. Using the experimental design, transformational leadership was manipulated and OCB of followers was measured. The sample consisted of 86 managers of public organization in Iran (Kurdistan province). Five dimensions of OCB-altruism, conscientiousness, sportsmanship, courtesy, and civic virtue of participants were peer evaluated through a questionnaire. Results indicate that transformational leadership enhances altruism and conscientiousness and reduces civic virtue. Moderate support was found for negative impact on sportsmanship but no support was found for impact on courtesy.

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THE EFFECTS OF JOB CHARACTERISTICS ON EMPLOYEE’S ORGANIZATIONAL CITIZENSHIP BEHAVIOR AMONG BANKING SECTOR EMPLOYEES IN PESHAWAR CITY

International Journal of Management & Entrepreneurship Research ◽

10.51594/ijmer.v1i3.18 ◽

2020 ◽

Vol 1 (3) ◽

pp. 132-139

Author(s):

Muhammad Adil ◽

Muhammad Haroon ◽

Muhammad Zakar ◽

Mian Jawad Shah ◽

Muhammad Tahir

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Banking Sector ◽

Job Characteristics ◽

Citizenship Behavior ◽

Characteristic Model ◽

Five Dimensions ◽

The Relationship ◽

The City ◽

Task Significance

The objective of the study was to measure the relationship between job characteristics and organizational citizenship behavior among banking sector employees. The study was conducted in the banking sector in the city of Peshawar. The research methodology used is quantitative approach and survey for data collection. Through sampling, we generated a sample of 60 respondents belonged to the six different banks. Our results indicate that task significance and autonomy has significant influence on staff OCB; while, results for skills variety, task identity, and feedback turned out to be insignificant. The five dimensions of job characteristic model together explained 27.8% change in the dependent variable of employee OCB. Our results support the previous studies finding that OCB is influenced by job design.

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Test-Retest Reliability and Factor Structures of Organizational Citizenship Behavior for Hong Kong Workers

Psychological Reports ◽

10.2466/pr0.2001.88.1.262 ◽

2001 ◽

Vol 88 (1) ◽

pp. 262-264 ◽

Cited By ~ 1

Author(s):

Simon S. K. Lam

Keyword(s):

Hong Kong ◽

Factor Structure ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Citizenship Behavior ◽

Reliable Measure ◽

Five Dimensions ◽

International Bank ◽

Test Retest Reliability ◽

Behavior Test

In 1990 Podsakoff, MacKenzie, Moorman, and Fetter developed a scale to measure the five dimensions of organizational citizenship behavior. Test-retest data over 15 weeks are reported for this scale for a sample of 82 female and 32 male Chinese tellers (ages 18 to 54 years) from a large international bank in Hong Kong. Stability was .83, and there was no significant change between Times 1 and 2. Analysis indicated the five-factor structure and showed it to be a reliable measure when used with a nonwestern sample.

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An emic approach to organizational citizenship behavior of Mexican professionals

Journal of Management Development ◽

10.1108/jmd-08-2014-0082 ◽

2015 ◽

Vol 34 (8) ◽

pp. 1031-1038

Author(s):

Miguel A. Baeza ◽

Yong J. Wang

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Citizenship Behavior ◽

Culturally Specific ◽

Confirmatory Factor Analyses ◽

Content Type ◽

Five Dimensions ◽

Professional Employees ◽

Unique Approach ◽

Different Cultures

Purpose – The purpose of this paper is to examine the dimensionality of emic (culturally specific) organizational citizenship behavior (OCB) of Mexican professionals. Design/methodology/approach – This study considered the collectivistic cultural background of Mexican professional employees and developed a framework based on the emic (culturally specific) dimensions of OCB. Findings – Based on exploratory and confirmatory factor analyses, the authors find that the emic OCB of Mexican professionals is characterized by five dimensions: collegial harmony, organizational camaraderie, professional development, organizational faithfulness, and protecting company resources. Originality/value – The findings also offer incremental contributions to OCB research. In order to correctly capture the entire phenomena of OCB in different cultures, researchers often focus on the emic (specific/cultural unique) approach. Along this vein, the authors identified the Mexican OCB dimensions in an emic approach.

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Der AVEM im Lehrerberuf: Eine Validierungsstudie

Zeitschrift für Differentielle und Diagnostische Psychologie ◽

10.1024//0170-1789.22.4.267 ◽

2001 ◽

Vol 22 (4) ◽

pp. 267-278 ◽

Cited By ~ 9

Author(s):

Rolf van Dick ◽

Ulrich Wagner

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Citizenship Behavior ◽

Körperliche Beschwerden ◽

Berufliche Belastungen ◽

Job Diagnostic Survey

Zusammenfassung: Einer größeren Lehrerstichprobe (N = 434), die hinsichtlich verschiedener demographischer Merkmale heterogen ist, wird der AVEM (Arbeitsbezogenes Verhaltens- und Erlebensmuster; Schaarschmidt & Fischer, 1996 , 1997 ) vorgelegt. Als Kriteriumsvariablen werden körperliche Beschwerden, Fehltage, berufliche Belastungen, Pensionierungsabsichten sowie Organizational Citizenship Behavior ( Organ, 1988 ) erfragt. Teilstichproben beantworten zusätzlich Skalen zu Copingverhalten, Sozialer Unterstützung, Kompetenzerwartung sowie eine an den Lehrerberuf adaptierte Version des Job Diagnostic Survey ( Hackman & Oldham, 1980 ). Faktoren- und Reliabilitätsanalysen replizieren die Ergebnisse von Schaarschmidt und Fischer. Eine Clusteranalyse ergibt vier Muster, von denen drei Muster der von Schaarschmidt und Fischer postulierten Einteilung entsprechen; ein viertes Muster weicht von dieser Klassifikation ab. Eine zweite Studie mit N = 283 Lehrerinnen und Lehrern kann die Lösung der ersten Clusteranalyse replizieren. Die Zusammenhänge belegen insgesamt eine gute konvergente, diskriminante und Kriteriumsvalidität und weisen den AVEM als brauchbares Messinstrument zur Analyse von Belastung und Beanspruchung im Lehrerberuf aus.

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Development and Validation of a German Language Unit-Level Organizational Citizenship Behavior (OCB) Scale

European Journal of Psychological Assessment ◽

10.1027/1015-5759/a000558 ◽

2020 ◽

Vol 36 (5) ◽

pp. 852-863 ◽

Cited By ~ 1

Author(s):

George Gunnesch-Luca ◽

Klaus Moser

Keyword(s):

Factor Analysis ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Helping Behavior ◽

Citizenship Behavior ◽

German Language ◽

Individual Level ◽

Unit Level ◽

Confirmatory Factor ◽

Development And Validation

Abstract. The current paper presents the development and validation of a unit-level Organizational Citizenship Behavior (OCB) scale based on the Referent-Shift Consensus Model (RSCM). In Study 1, with 124 individuals measured twice, both an Exploratory Factor Analysis (EFA) and a Confirmatory Factor Analysis (CFA) established and confirmed a five-factor solution (helping behavior, sportsmanship, loyalty, civic virtue, and conscientiousness). Test–retest reliabilities at a 2-month interval were high (between .59 and .79 for the subscales, .83 for the total scale). In Study 2, unit-level OCB was analyzed in a sample of 129 work teams. Both Interrater Reliability (IRR) measures and Interrater Agreement (IRA) values provided support for RSCM requirements. Finally, unit-level OCB was associated with group task interdependence and was more predictable (by job satisfaction and integrity of the supervisor) than individual-level OCB in previous research.

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Organizational Attachment

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000252 ◽

2020 ◽

Vol 19 (3) ◽

pp. 113-124

Author(s):

Justin R. Feeney ◽

Ian R. Gellatly ◽

Richard D. Goffin ◽

Michelle Inness

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Work Behavior ◽

Citizenship Behavior ◽

Workplace Relationships ◽

Factor Solution ◽

Anxious Attachment ◽

Organizational Attachment ◽

Study Materials ◽

Avoidant Attachment

Abstract. There is a trend to view workplace relationships through the lens of attachment theory. We developed and validated a 7-item Organizational Attachment Scale (OAS). In Study 1, we recruited 957 participants, who filled out study materials at three separate times. The OAS preserved the two-factor solution in traditional attachment measures – anxious attachment and avoidant attachment – and was invariant across time. In Study 2, we recruited 400 participants who completed the OAS in addition to several other surveys. The OAS was conceptually unique from Richards and Schat’s (2011) Co-Worker Attachment Scale (CWAS). The OAS incrementally predicted organizational commitment, job satisfaction, and organizational identity beyond the CWAS. Additionally, the OAS incrementally predicted organizational citizenship behavior and counterproductive work behavior beyond the CWAS.

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